Building a Company Culture People Want to Return To

Creating a company culture that employees genuinely want to return to is an aspiration for many organizations. Alana Fallis, SHRM-CP, sHRBP , Head of People at Quantum Metric , sheds light on what makes her company's culture a place where people willingly return and what others can learn to create environments where employees thrive and feel valued.

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1. Prioritizing People from the Start

The cornerstone of building a culture people return to is putting people first. For Alana’s company, "happy people, diverse and inclusive culture" stands as their primary objective year after year. This North Star drives decisions around hiring, promotions, appraisals, and even exits. A culture centered on people requires consistent action that aligns with the values espoused, ensuring employees feel genuinely valued.

Tip: Establish people-centric goals that guide decision-making processes and consistently reinforce these values in your leadership and operational practices.

2. Create Space for Organic Cultural Growth

Company culture isn't just a byproduct of policies; it's shaped by the people who work there. Alana notes that many of the most engaging aspects of their culture emerged organically. Encouraging ambition and providing opportunities for career growth within a scrappy startup environment led to a sense of excitement and motivation among employees.

Tip: Foster an environment where employees feel free to contribute to the culture, whether through initiatives, shared experiences, or new projects. Organic growth is often what makes a culture truly unique.

3. Maintain Strong Connections with Alumni

Maintaining relationships with former employees is a key component of building a culture people return to. Alana’s company established an alumni program that offers community support and keeps ex-employees engaged. This informal yet meaningful connection—combined with strong bonds built during their tenure—keeps lines of communication open and builds a bridge for potential returns.

Tip: Consider starting an alumni network that facilitates connections among former employees and keeps them informed about your company. Encourage natural engagement, but let genuine relationships do most of the work.

4. Recognition and Rewards Matter

A comprehensive recognition and rewards program can significantly boost morale and engagement. Alana highlighted her company’s peer-to-peer recognition system, milestone celebrations, and surprise rewards to ensure employees know their contributions are valued. This kind of recognition makes people feel seen and appreciated, which increases loyalty and desire to return.

Tip: Develop a multi-tiered recognition system that touches on both formal recognition (e.g., awards and gifts) and informal appreciation (e.g., peer shout-outs).

5. Positive Exits Build Lasting Impressions

Every employee departure is an opportunity to reinforce positive aspects of your company culture. Alana’s company employs exit surveys and interviews to collect valuable feedback and address potential areas for improvement. Providing support to employees leaving—whether for new opportunities or due to role fit issues—ensures a positive lasting impression and strengthens alumni relationships.

Tip: Handle exits with empathy and care. Allow departing employees to share their stories and, when possible, provide tangible support for their next steps.

6. Consistent Engagement and Feedback

Listening to employees is a critical element of any strong culture. Alana emphasizes the importance of engagement surveys, stay interviews, and building relationships with long-tenured employees. These tools offer insights into what keeps people engaged and where improvements are needed.

Tip: Regularly solicit feedback through various channels and act on it to continually enhance the employee experience.

Final Thoughts

Building a company culture that people want to return to requires an intentional mix of strategy, organic growth, and genuine care for employees. By focusing on people first, maintaining meaningful connections, recognizing achievements, and listening actively, you create an environment that employees value and miss when they leave. Remember: culture isn’t just a list of policies—it’s the culmination of every interaction and experience within your organization. Cultivate it thoughtfully, and it will keep people coming back.